1week
The first recruiter was submitting candidates within a week of joining.
Case Study
Client · Mitchell Martin Inc.
How Mitchell Martin turned a LATAM recruiting test into a scalable model with 70% savings
Mitchell Martin added LATAM IT recruiters to one of its hardest teams, increasing capacity at a much lower cost than onshore hiring, and scaling to three recruiters after strong early results.
Featuring
Paul Casale
SVP, Recruiting · Mitchell Martin Inc.
Watch: Paul explains why Mitchell Martin explored LATAM recruiting support, what concerns they had before NewCombin, and what stood out once the first recruiter joined the team.
Key results
70% saved
Added recruiting capacity at 70% less cost than an onshore hire.
8hrs
US workday overlap — no night shifts, no fatigue, real same-day collaboration.
1 → 3
Expanded from one to three LATAM recruiters after a clear quality fit.
The setup
Why Mitchell Martin looked beyond traditional offshore recruiting
Mitchell Martin had experience with global recruiting teams. The question was whether LATAM could offer a better fit for IT recruiting work.
Mitchell Martin is a US-based staffing firm serving clients across different industries and multiple hiring models.
Paul Casale (SVP of Recruiting) and his team had already worked with offshore recruiting teams in India and the Philippines. Those models created value, but came with the usual challenges: time zones, night shifts, communication gaps, and keeping motivation high.
As US-based recruiters got more expensive, Mitchell Martin needed a lower-cost option that could still meet their quality bar.
That's where NewCombin comes in.
They needed recruiters who could work US hours, communicate clearly with candidates and sales teams, handle technical roles, and be trusted to run without constant supervision.
And that's exactly what we brought.
The price point is very good and most importantly, they can work pretty much our hours, which I think is a huge thing.
— Paul Casale, SVP, Recruiting · Mitchell Martin Inc.
The brief
What Paul was really looking for
Rising US recruiter costs
Time-zone & motivation drag
Clear communication
Technical recruiting quality
Autonomy without babysitting
Test before building
The proof
How Mitchell Martin tested LATAM recruiting support and earned trust
Mitchell Martin wanted to test LATAM recruiting support before building a direct operation in the region. NewCombin made that easier by sourcing profiles, coordinating interviews, and helping the team move quickly without taking on local infrastructure first.
What NewCombin handled
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Sourced LATAM recruiting profiles aligned with US staffing experience.
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Coordinated interviews and scheduling.
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Tight management during the selection process, onboarding and early performance management, immediately replacing recruiters when the fit wasn’t right.
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Handled compliance, tax and payroll.
1week
"You were ready before me" — Paul
Submitting candidates within a week.
The first recruiter placed through NewCombin began contributing within a week. The fast ramp was supported by prior recruiting experience, ownership, motivation and passion. The first recruiter joined one of Mitchell Martin’s hardest teams: app dev, product, data, and AI. Paul described him as respectful, reliable, communicative and a solid addition to the team. The bigger signal was trust. With some offshore setups, resumes usually need a US recruiter to review them before they go to sales or clients. Here, Paul was comfortable letting the recruiter send resumes directly to sales and join job conversations.
When a resource didn't work out, you reached out to me right away and came to me with a solution rather than just saying, 'hey, this didn't work out.'
— Paul Casale, SVP, Recruiting · Mitchell Martin Inc.
Before
LATAM was still unknown.
Communication and tech skills were question marks, and hiring directly in the region felt operationally heavy.
After
Within a week, candidates were flowing.
Communication was strong, reliability was clear, and there was enough early traction to keep expanding with LATAM talent.
Mitchell Martin, a leading U.S.-based staffing firm, explored LATAM after previous offshore recruiting models in India and the Philippines created challenges around time zones, night shifts, communication, recruiter motivation, and candidate experience. The company wanted a lower-cost alternative to U.S.-based recruiting that could still provide strong technical recruiting quality, clear communication, and full overlap with U.S. business hours.
Mitchell Martin’s first NewCombin recruiter began submitting candidates within one week, while the LATAM recruiting model delivered capacity at 70% less cost than an onshore hire and provided eight hours of U.S. business-day overlap. After strong early performance, Mitchell Martin expanded the model from one to three LATAM recruiters over the following months.
Mitchell Martin added LATAM recruiting capacity through NewCombin at 70% less cost than an onshore recruiter. The lower cost allowed the company to expand recruiting capacity while maintaining the communication, technical recruiting quality, and U.S.-hours coverage it required. See detailed LATAM recruiter cost benchmarks and hiring models
Mitchell Martin’s first LATAM recruiter began submitting candidates within one week of joining the team. The recruiter joined one of the company’s hardest recruiting teams and quickly earned enough trust to send resumes directly to sales.
Mitchell Martin used its LATAM recruiting capacity to support technical hiring across application development, product, data, and AI roles.
Mitchell Martin’s LATAM recruiters worked with eight hours of overlap with the U.S. workday, allowing candidates, recruiters, and sales teams to communicate and provide feedback in real time. This removed the night-shift and time-zone challenges Mitchell Martin had experienced with other offshore recruiting models and supported faster same-day collaboration.
NewCombin allowed Mitchell Martin to test LATAM recruiting before establishing its own hiring infrastructure in the region. NewCombin sourced recruiters with U.S. staffing experience, coordinated interviews and onboarding, managed early performance, and handled payroll, tax, and compliance while Mitchell Martin managed the recruiters inside its existing operation.
Mitchell Martin expanded from one to three LATAM recruiters over the following months after its first recruiter showed strong early performance, reliable communication, and a solid candidate pipeline. It had room for two recruiters but started with one to test the model in real workflows, and expanded once the quality fit was clear.
When one of Mitchell Martin’s LATAM recruiters was not the right fit, NewCombin responded immediately and arranged a replacement instead of leaving the staffing firm to restart the search itself. According to Paul Casale, SVP of Recruiting at Mitchell Martin, NewCombin contacted him right away with a solution rather than simply reporting that the candidate was not a good fit.
Takeaways
What other staffing agencies can learn from Mitchell Martin's experience
1 Lesson
Test before you build.
Mitchell Martin tested the model before setting up direct hiring infrastructure in LATAM.
2 Lesson
Same-day feedback loops matter.
Recruiters working during their own daytime can respond faster, stay more engaged long term, and integrate more naturally into US hours.
3 Lesson
Communication and culture fit are strategic requirements.
For staffing firms, recruiter communication affects candidate experience, sales team trust, and client confidence.
4 Lesson
The right recruiter can move beyond sourcing support.
Recruiters can interact with sales teams, understand job requirements and operate with judgment.
5 Lesson
The right partner should reduce operational drag.
NewCombin helped Mitchell Martin test LATAM recruiting support without immediately taking on the complexity of local infrastructure.
This model may be worth exploring if you…
- Want to test LATAM without building local infrastructure.
- Need more recruiting capacity but don't want another expensive onshore hire.
- Tried offshore solutions but want a model that feels closer to the team and candidates.
- Want recruiter coverage during US business hours.
- Need flexibility to scale up or down based on client demand and market changes.
Open to explore more?
Talk to us about adding LATAM recruiting capacity to your agency — a 30-minute discovery call, no commitment.
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